Thursday, July 18, 2013

Bridging the Government Digital Divide in Africa: Time for Virtual Organization Leadership Assessment

The New Virtual Organization World
It's a New Principled World, It's Virtual, and It's Organized



by Pierre Coupet

Here in the USA, GSA (Government Services Administration) has been at the forefront of the promotion and implementation of mobility and telework within all government agencies. As well, the US government has had a Cloud First Policy in place which was instituted in 2011 by its very first then-U.S. CIO Vivek Kundra.

African Governments Are Lagging Way Behind

 As predictable as it may seem, African governments are lagging way behind all Western countries and other emerging nations in the world - although it does not have to be that way for most of these governments.

 Why is that, you might say?  It's because the Internet already gives them access to all the tools needed in order to be on par with some of the most advanced countries in the world.

What is lacking are the soft components needed in order to break away from this digital malaise, and which are: (1) a level of awareness of what's at stake; (2) the mental sophistication of African government leaders to look beyond today's realities and put forward a virtual organization leadership agenda; (3) putting in place a process to examine and re-prioritize the national agenda; and (4) the will to execute.

On a side note, at the risk of drawing the ire of whomever came up with the word "telework," this is just too antiquated a word for me to use in my own writings; except when used in reference to when or how the term is actually used by others - as is the case in this article. So, let us move on.

Working in a Virtual Environment is Not for Everyone

 However, that being said, working in a virtual (telework) environment or virtual organization environment is NOT for everyone. As well, in case of a major man-made or natural disaster, or other Continuity of Operations Plan (COOP) event or Judgment Day, having a virtual workspace or virtual collaboration capabilities, on its own, may not be sufficient if you are dealing with a prolonged disaster of magnitude proportions. In which case, being able to LEAD in a 'virtual organization' environment - not just 'virtual or telework' environment - will be required of all Managers and Executives; something which is easier said than done.

Who Will LEAD in a Virtual Organization Environment?

 Knowing who will be able to LEAD in a 'virtual organization' environment when a 'prolonged' disaster of magnitude proportions strikes is not something that should be left to chance or a roll of the dice; or taken with a grain of salt or "we'll cross that bridge when we get there" mentality. This is something that you should plan for and know well in advance, and these individuals should be assigned to Elite Virtual Organization Teams on Standby, ready to be activated within a second's notice regardless of where in the world they happen to be.

After all, as much as I hate to burst anyone's bubble and as distressing as it may sound to some of you, just because someone is an awesome brick-and-mortar, social media or social networking executive with superb leadership skills, and commands the respect and admiration of their peers and subordinates in a brick and mortar or even remote workforce environment; does NOT necessarily mean that this executive is well-suited to lead in a 100% virtual or virtual organization environment. 

As a matter of fact, at the risk of alienating the very audience I seek to impart my knowledge to and assist, I will even venture to say, based on empirical evidence acquired over the past 16+ years since I have founded the virtual organization management discipline, that, in the absence of having obtained formal training in the virtual organization management discipline, regardless as to whether or not you live in the richest and most technologically advanced nation on the face of the earth or one of the poorest, you are most likely ill-suited to LEAD in a virtual organization environment.

How to Select These Virtual Organization Leaders

 The question then becomes, 'How will you know, or how do you know, who these Virtual Organization Leaders are?" Well, this is not something that you learn on the fly or, as the expression goes, knowledge that you gain by watching your brick and mortar or remote workforce 'fly by the seat of their pants.' Why is that, you might say? That's because there is a huge difference between social networking, 'teleworking', working in a 'virtual' environment, and working in a 'virtual organization' environment - something which obviously falls outside the scope of this discussion. Therefore, when these Virtual Organization Leaders are called upon to perform at a critical time, it is absolutely imperative that there be no room for error or margin for failure due to Trial-and-Error or "doing the best they can under the circumstances." That will not be good enough.  It's one thing to be caught off guard due to a lack of knowledge or information; but it's a completely different matter to ignore the warnings from those who have been in the trenches.

Therefore, here is the answer - a 2-step process:

1. Assess. All your Managers and Executives must undergo a Virtual Organization Aptitude Assessment in order to determine which ones are able to adapt and thrive in a virtual organization environment; and,

2. Train, Assess and Certify. Once you have identified the Managers and Executives who are able to adapt and thrive in a virtual organization environment, schedule them for a formal Virtual Organization Leadership Executive Training, Assessment, and Certification.

Absent this formal Virtual Organization Leadership Executive Training, Assessment and Certification, the only possible outcome that you will have during a COOP event or on Judgment Day is "Virtual Chaos." Social networking and social media will only exacerbate the problem and make it go viral.

In an Ideal World

 Ideally speaking, all essential employees and military personnel, not just Managers and Executives and Senior Military Officers, should undergo, at the very least, a Virtual Organization Aptitude Assessment  so that you can readily identify and maintain a database of all government employees and military personnel who are able to adapt and thrive in a "virtual organization" - not just virtual or telework - environment. Once you have gathered that information, you can then decide which of these individuals should go through the formal Virtual Organization Leadership Executive Training, Assessment and Certification in order to be able to LEAD in a virtual organization environment.

Summary
In conclusion, African governments and leaders do not have to take a back seat when it comes to traveling on the digital highway. As well, it's not enough to have a remote workforce, globally distributed teams, flexible workforce strategy in place and being in the Cloud since disaster comes in various shapes, forms and magnitudes. We must always be prepared for the very worst as we hope for the best, and that, my friends, requires a great deal of effort and serious preparation. Thus, the time for Virtual Organization Aptitude Assessment is Now instead of something that can be put on a back burner for future consideration.

About Virtual Organization Leadership: Virtual Organization Leadership is the world's leading and only virtual organization aptitude assessment firm that is strictly focused on the assessment, training and certification of senior executives and mid-level professionals, military-intelligence-defense personnel, public policy executives, government officials, academics and faculty members who are able to adapt and thrive - and Lead - in a 100% virtual or virtual organization environment.

*************




About Author:  Pierre Coupet, Q of VOM, is the founder of Virtual Organization Management Institute (VOMI), Virtual Organization Management Institute Repository,  VOMI Global Think Tank,  VOMI Virtual Organization Academy, Virtual Organization Leadership, Virtual Organization Advisors, Virtual Organization Recruiter, Digital Currency Consortium, Digital Currency Ethical Board,  Virtual Organization Jobs, Virtual Organization  Executives, and Blockchain Executives :: founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997:: founder of League of Extraordinary Virtual Organization Executives:: and Lead Architect of  Futuristic City-State Enclave Based On a Civilized World Financial System. Contact Online.   



Stock Photo: courtesy of Pixabay

Copyright 2007-2023. Pierre Coupet. VOMI. Virtual Organization Management Institute. Virtual Organization Leadership. Virtual Organization Advisors.  Virtual Organization Executives. Blockchain Executives. VOMI Virtual Organization Academy. Virtual Organization Recruiter. VOMI Global Think Tank. All rights reserved. Cannot be reproduced without permission.

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Saturday, June 29, 2013

Is Your Organization Ready for a COOP Event? Time for Virtual Organization Aptitude Assessment



The New Virtual Organization World
It's a New Principled World, It's Virtual, and It's Organized

by Pierre Coupet 

Here in the USA, GSA (Government Services Administration) has been at the forefront of the promotion and implementation of mobility and telework within all government agencies.   As well, the US government has had a Cloud First Policy in place which was instituted in 2011 by its very first then-U.S. CIO Vivek Kundra.

Businesses Are Lagging Behind

But as strange as it may seem because most of us would probably think it would be the other way around,  businesses as well as state, county, city and local governments are lacking way behind the federal government when it comes to implementing a robust mobile and virtual workforce, let alone a virtual organization workforce.   On a side note, at the risk of drawing the ire of whomever came up with the word "telework,"  this is just too antiquated a word for me to use in my own writings; except when used in reference to when or how the term is actually used by others - as is the case in this article.  So, let us move on.

Working in a Virtual Environment  is Not for Everyone
 
However, that being said, working in a virtual (telework) environment  or virtual organization environment is NOT for everyone. As well, in case of a major man-made or natural disaster, or other Continuity of Operations Plan (COOP) event or Judgment Day, having a virtual workspace or virtual collaboration capabilities, on its own, may not be sufficient if you are dealing with a prolonged disaster of magnitude proportions. In which case, being able to LEAD in a  'virtual organization' environment - not just 'virtual or telework' environment  - will be required of all Managers and Executives; something which is easier said than done.

Who Will LEAD in a Virtual Organization Environment?

Knowing who will be able to LEAD in a 'virtual organization' environment  when a 'prolonged' disaster of magnitude proportions strikes is not something that should be left to chance or a roll of the dice;  taken with a grain of salt; or "we'll cross that bridge when we get there" mentality.   This is something that you should plan for and know well in advance, and these individuals should be assigned to Elite Virtual Organization Teams on Standby,  ready to be activated within a second's notice regardless of where in the world they happen to be.

After all, as much as I hate to burst anyone's bubble and as distressing as it may sound to some of you, just because someone is an awesome brick-and-mortar,  social media or social networking executive with superb leadership skills,  and commands the respect and admiration of their peers and subordinates in a brick and mortar or even remote workforce environment;   does NOT necessarily mean that this executive is well-suited to lead in a 100% virtual or virtual organization environment.    As a matter of fact, at the risk of alienating the very audience I seek to impart my knowledge to and assist, I will even venture to say, based on empirical evidence acquired over the past 16 years since I have founded the virtual organization management discipline,  that, in the absence of having obtained formal training in the virtual organization management discipline,  you are most likely ill-suited to LEAD in a virtual organization environment.
        
How to Select These Virtual Organization Leaders

The question then becomes, 'How will you know, or how do you know, who these Virtual Organization Leaders are?"  Well, this is not something that you learn on the fly or, as the expression goes, knowledge that you gain by watching your brick and mortar or remote workforce 'fly by the seat of their pants.'    Why is that,  you might say?   That's because there is a huge difference between social networking,  'teleworking', working in a 'virtual' environment, and working in a 'virtual organization' environment -  something which obviously falls outside the scope of this discussion.    Therefore, when these Virtual Organization Leaders are called upon to perform at a critical time, it is absolutely imperative that there be no room for error or margin for failure due to Trial-and-Error or "doing the best they can under the circumstances."   That will not be good enough. 

It's one thing to be caught off guard due to a lack of knowledge or information; but it's a completely different matter to ignore the warnings from those who have been in the trenches.

Therefore, here is the answer - a 2-step process:

1.   Assess.    All your Managers and Executives must undergo a Virtual Organization Aptitude Assessment in order to determine which ones are able to adapt and thrive in a virtual organization environment; and,
2.   Train, Assess and Certify.     Once you have identified the Managers and Executives who are able to adapt and thrive in a virtual organization environment, schedule them for a formal Virtual Organization Leadership Executive Training, Assessment, and Certification.

Absent this formal Virtual Organization Leadership Executive Training, Assessment and Certification, the only possible outcome that you will have during a COOP event or on Judgment Day is "Virtual Chaos."  Social networking and social media will only exacerbate the problem and make it go viral.     

In an Ideal World

Ideally speaking, all essential employees, not just Managers and Executives, should undergo, at the very least, a Virtual Organization Aptitude Assessment so that you can readily identify and maintain a database of all employees and personnel who are able to adapt and thrive in a "virtual organization" - not just virtual or telework - environment. Once you have gathered that information,  you can then decide which of these individuals should go through the formal Virtual Organization Leadership Executive Training, Assessment and Certification in order to be able to LEAD in a virtual organization environment.

Summary 

In conclusion, it's not enough to have a remote workforce, globally distributed teams, flexible workforce strategy in place and being in the Cloud since disaster comes in various shapes, forms and magnitudes.    We must always be prepared for the very worst as we hope for the best, and that, my friends, requires a great deal of effort and serious preparation.    Thus, the time for Virtual Organization Aptitude Assessment is Now instead of something that can be put on a back burner for future consideration.

About Virtual Organization Leadership:     Virtual Organization Leadership is the world's leading and only virtual organization aptitude assessment firm that is strictly focused on the assessment, training and certification of senior executives and mid-level professionals, military-intelligence-defense  personnel, public policy executives, government officials, academics and faculty members who are able to adapt and thrive - and Lead - in a 100% virtual or virtual organization environment. 

*************




About Author:  Pierre Coupet, Q of VOM, is the founder of Virtual Organization Management Institute (VOMI), Virtual Organization Management Institute Repository,  VOMI Global Think Tank,  VOMI Virtual Organization Academy, Virtual Organization Leadership, Virtual Organization Advisors, Virtual Organization Recruiter, Digital Currency Consortium, Digital Currency Ethical Board,  Virtual Organization Jobs, Virtual Organization  Executives, and Blockchain Executives :: founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997:: founder of League of Extraordinary Virtual Organization Executives:: and Lead Architect of  Futuristic City-State Enclave Based On a Civilized World Financial System. Contact Online.   



Stock Photo: courtesy of Pixabay

Copyright 2007-2023. Pierre Coupet. VOMI. Virtual Organization Management Institute. Virtual Organization Leadership. Virtual Organization Advisors.  Virtual Organization Executives. Blockchain Executives. VOMI Virtual Organization Academy. Virtual Organization Recruiter. VOMI Global Think Tank. All rights reserved. Cannot be reproduced without permission.

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Friday, June 28, 2013

Is Your Government Ready for Judgment Day? Time for Virtual Organization Leadership Assessment

The New Virtual Organization World
It's a New Principled World, It's Virtual, and It's Organized




by Pierre Coupet 

Here in the USA, GSA (Government Services Administration) has been at the forefront of the promotion and implementation of mobility and telework within all government agencies.   As well, the US government has had a Cloud First Policy in place which was instituted in 2011 by its very first then-U.S. CIO Vivek Kundra.

Telework is Not for Everyone
 
However, that being said, telework is NOT for everyone. As well, in case of a major man-made or natural disaster, or other Continuity of Operations Plan  (COOP) event, having telework capabilities, on its own, may not be sufficient if you are dealing with a prolonged disaster of magnitude proportions. In which case, being able to LEAD in a  'virtual organization' environment - not just 'virtual or telework' environment  - will be required of all Managers and Executives; something which is easier said than done.

Who Will LEAD in a Virtual Organization Environment?

Knowing who will be able to LEAD in a 'virtual organization' environment  when a 'prolonged' disaster of magnitude proportions strikes is not something that should be left to chance or a roll of the dice;  or taken with a grain of salt or  "we'll cross that bridge when we get there" mentality.   This is something that you should plan for and know well in advance, and these individuals should be assigned to Elite Virtual Organization Teams on Standby,  ready to be activated within a second's notice regardless of where in the world they happen to be.

After all, as much as I hate to burst anyone's bubble and as distressing as it may sound to some of you, just because someone is an awesome brick-and-mortar,  social media or social networking executive with superb leadership skills,  and commands the respect and admiration of their peers and subordinates in a brick and mortar or even remote workforce environment;   does NOT necessarily mean that this executive is well-suited to lead in a 100% virtual or virtual organization environment.    As a matter of fact, at the risk of alienating the very audience I seek to impart my knowledge to, and assist, I will even venture to say, based on empirical evidence acquired over the past 16 years since I have founded the virtual organization management discipline,  that, in the absence of having obtained formal training in the virtual organization management discipline,  you are most likely ill-suited to LEAD in a virtual organization environment.

How to Select These Virtual Organization Leaders

The question then becomes, 'How will you know, or how do you know, who these Virtual Organization Leaders are?" Well, this is not something that you learn on the fly or, as the expression goes, knowledge that you gain by watching your brick and mortar or telework people 'fly by the seat of their pants.'    Why is that,  you might say?   That's because there is a huge difference between social networking, 'teleworking', working in a 'virtual' environment, and working in a 'virtual organization' environment -  something which obviously falls outside the scope of this discussion.    Therefore, when these Virtual Organization Leaders are called upon to perform at a critical time, it is absolutely imperative that there be no room for error or margin for failure due to Trial-and-Error or "doing the best they can under the circumstances."   That will not be good enough.   

It's one thing to be caught off guard due to a lack of knowledge or information; but it's a completely different matter to ignore the warnings from those who have been in the trenches.        

Therefore, here is the answer - a 2-step process: 

1.   Assess.    All your Managers and Executives must undergo a Virtual Organization Aptitude Assessment in order to determine which ones are able to adapt and thrive in a virtual organization environment; and,

2.   Train, Assess and Certify.     Once you have identified the Managers and Executives who are able to adapt and thrive in a virtual organization environment, schedule them for a formal Virtual Organization Leadership Executive Training, Assessment, and Certification.

Absent this formal Virtual Organization Leadership Executive Training, Assessment and Certification, the only possible outcome that you will have on Judgment Day is "Virtual Chaos." Social networking and social media will only exacerbate the problem and make it go viral.

In an Ideal World

Ideally speaking, all essential government employees, not just Managers and Executives,  should undergo, at the very least, a Virtual Organization Aptitude Assessment so that you can readily identify and maintain a database of all employees and personnel who are able to adapt and thrive in a "virtual organization" - not just virtual or telework - environment. 

Once you have gathered that information, then you can decide which of these individuals should go through the formal Virtual Organization Leadership Executive Training, Assessment and Certification in order to be able to LEAD in a virtual organization environment.

Summary 
In conclusion, it's not enough to have a mobility and telework policy in place and being in the Cloud since disaster comes in various shapes, forms and magnitudes.    We must always be prepared for the very worst as we hope for the best, and that, my friends, requires a great deal of effort and serious preparation.   Thus, the time for Virtual Organization Aptitude Assessment is Now instead of something that can be put on a back burner for future consideration.
 
About Virtual Organization Leadership:     Virtual Organization Leadership is the world's leading and only virtual organization leadership firm that is strictly focused on the assessment, training and certification of senior executives and mid-level professionals, military-intelligence-defense  personnel, public policy executives, government officials, academics and faculty members who are able to adapt and thrive - and Lead - in a 100% virtual or virtual organization environment.

*************




About Author:  Pierre Coupet, Q of VOM, is the founder of Virtual Organization Management Institute (VOMI), Virtual Organization Management Institute Repository,  VOMI Global Think Tank,  VOMI Virtual Organization Academy, Virtual Organization Leadership, Virtual Organization Advisors, Virtual Organization Recruiter, Digital Currency Consortium, Digital Currency Ethical Board,  Virtual Organization Jobs, Virtual Organization  Executives, and Blockchain Executives :: founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997:: founder of League of Extraordinary Virtual Organization Executives:: and Lead Architect of  Futuristic City-State Enclave Based On a Civilized World Financial System. Contact Online.   



Stock Photo: courtesy of Pixabay

Copyright 2007-2023. Pierre Coupet. VOMI. Virtual Organization Management Institute. Virtual Organization Leadership. Virtual Organization Advisors.  Virtual Organization Executives. Blockchain Executives. VOMI Virtual Organization Academy. Virtual Organization Recruiter. VOMI Global Think Tank. All rights reserved. Cannot be reproduced without permission.

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Friday, March 1, 2013

Yesterday is Jealous of Today and Tomorrow

The New Virtual Organization World
It's a New Principled World, It's Virtual, and It's Organized




Yesterday is Jealous of Today and Tomorrow
           by Pierre Coupet


I know you are probably wondering what the hell this headline could possibly have anything to do with virtual organization management, however,  sit back and relax because in a few minutes it's going to make a great deal of sense.

Resistance to Change

I know that the phrase "resistance to change" is something that we're not only all familiar with but something that is embedded in just about every single living creature's DNA, including us human beings.    As well, any historian or anthropologist can find a link between the downfall of any great civilization and the level of that civilization's resistance to change.    The level of that civilization's resistance to change can be measured in terms of its culture;  its political, military, economic, educational, and religious institutions and leaders; and the abilities of these institutions and leaders to adapt to change.  

The more an individual,  organization, or society is willing to adapt to change - instead of relentlessly praising itself and its spectacular achievements, continuing to bask in its glory and good fortune,  and either ignoring or taking a very timid approach to examining these winds of change - then the more likely it becomes possible for it to survive and continue to prosper.   And since nothing lasts forever, the longer it will take for them to eventually crumble and give way to the new guard.   As well, the reverse is true.

If that's the case, then one might ask why we are so reluctant to adapt to change when the overwhelming body of evidence accumulated throughout the entire history of mankind, and since the beginning of time, seems to clearly indicate that this mindset works to our own detriment and will eventually cause our own downfall.  

We Are All Thoughts and Ideas

The answer lies in each and everyone of us.  Whether we want to admit it or not - confining my observations to living human beings - we are all a collection of thoughts and ideas that we call the self.    Thoughts and ideas that are generated every second of our lifetime.  One thought or idea builds upon the other,  from one second at a time | to one minute at a time | to one hour at a time | to one day at a time | to one week at a time | to one month at a time | to one year at a time | all the way through the last day of our lives.  

The very First Thought and Idea generated during the first second of our life, Today, wants to stay alive and remain relevant and doesn't want things to change.  It understands that when the next second arrives, the First Thought and Idea is now going to become Yesterday and will then become irrelevant, antiquated, or obsolete,  and that the Second Thought and Idea  about to be generated will now take its former place and become the new Today and Tomorrow.   So, Today, soon to become Yesterday and jealous of the upcoming Today and Tomorrow -  immediately concocts a plan to manipulate the next thought and idea about to be generated the next second,  so that the Second Thought and Idea essentially becomes a clone of  The First Thought and Idea, except for some minor variations or cosmetic changes.    To prevent the manipulation from being unraveled, a strong dose of fear and anxiety is injected into the Second Thought and Idea so that any attempt at veering in a different direction will be met with a great deal of resistance.   And that process repeats itself over and over, ad infinitum, until the end of our lives.

So, if we are to accept this theory, then the logical conclusion is that the self,  which we call the individual, is at a minimum a collection of 86,400 Thoughts and Ideas per day (86,400 seconds per day) times the number of days we have lived.  Therefore,  since I am 57 years old, I am,  at a minimum,  a collection of 86,400 thoughts and ideas x 57 years x 365 days, which comes to 1,797,552,000 Thoughts and Ideas.   We are talking about almost 2 billion Thoughts and Ideas for one person.    

Which explains the reason why the friend, brother, sister, father, mother, uncle, cousin, teacher, and neighbor that you knew when you were 2 years old  is essentially the same person that you now know at the age of 20, 30, 40, 50, 60, or 100.  That is, of course, assuming that both you and them are still alive.  The age, the time, the year, the circumstances, their education, their economic situation, their political leanings, and their social status may have changed - these things which I call minor variations and cosmetic changes - but nonetheless the essence of that person has remained the same.

Why We Are Resistant to Change

And since these very same people are an integral part of these cultures as well as political, military, economic, educational and religious institutions -- some of whom eventually become our leaders -- then it becomes very easy to understand why these cultures and institutions themselves are so resistant to change.

A Golden Age of Uneven Progress

To illustrate, WE now live in a Golden Age, an era of unlimited opportunities.  We live on a planet that is abundant in natural resources.   We,  the human race,  have been blessed with such a vast amount of knowledge, resources and  advanced technologies that, if we could quickly transport ourselves to a time as recent as only 2000 years ago - or even 200 years ago - in order to give our ancestors a glimpse of their future in terms of technologies and resources,  our ancestors would surely think that we were a race of gods or have been blessed by gods.

Yet, on the other hand, if we were to give them a glimpse of life as it really is in the 21st century:   our politics, political and economic systems;  the multitude of religions we have and the rituals we still engage in;  the way that most people live in most parts of the world;  the way we think and act and treat our fellow human beings; the way we rule ourselves; the way we teach and rear our children; the asinine wars we fight over resources that are artificially scarce but really aplenty;  the ever more destructive weapons we are able to unleash on our brothers and sisters;  the world wars that are supposed to end all wars and bring peace to mankind;  the endless and perennial wars and revolutions in the name of ideology, religion, freedom, justice and democracy;  the genocides occurring in all parts of the world; the children of Abraham still wreaking havoc and destruction on each other as well as threatening each other with weapons able to annihilate them all  and how they rationalize their behavior;  then,  they, meaning our ancestors, would say to themselves, "Wow,  we're not so bad given the fact that our progeny hasn't really made that much progress after all."    
As the French novelist Alphonse Karr stated, the more things change, the more they stay the same. 
The point being, we possess every bit of knowledge  and piece of technology and resource known to mankind that is needed  in order to turn deserts into lush green landscapes; to bring electricity and renewable energy to every corner of the globe;  to make the most advanced education available to every single man, woman and child;  to bring prosperity to every single human being on the planet;  to make the most advanced healthcare available and affordable to every single human being and creature that roams the earth;  to clean up the environment and our lakes and rivers; to protect us all against natural catastrophes and man-made disasters; to make war such a primitive and beastly idea and notion that just the thought or mention of it would cause one to recoil in horror; and to explore and populate other planets.

Yet, we are as dogmatic, asinine and cruel as ever.   Poverty and ignorance are still rampant in most parts of the world.  War is still fought in the name of God, religion, peace, freedom of the seas, access to economic and natural resources, and regurgitated ideology as old as time itself.   

The more we learn and the more technology and resources we gain access to; the more arrogant, repressive and dictatorial we become, the more ignorance and stupidity and rituals we cling to; the more destruction we are inclined to inflict on each other; and the better we become at rationalizing our behavior.   

In fact, we are the planet's indisputable champion when it comes to rationalizing our behavior, which now gives me an excellent opportunity to segue into the reason for this article in the first place and what this has to do with virtual organization management.

A Case for Adoption of Virtual Organization Management

Think about this for one quick minute.   Today, this very minute, our freeways are choked up with deadly air pollution every morning as people engage in a daily ritual of getting up and getting dressed for work, and all of them getting on the road at nearly the same time in order to get to a central workplace where they are provided access to the tools they need to do their work.   

This deadly air pollution not only pollutes our environment and our ozone layer but also goes straight into our lungs and causes all sorts of cancers and diseases.   After an 8-10 hour day, the same ritual is repeated and the air and our lungs get a second dose of that deadly poison.

But, for most workers,  it does not have to be this way since we are now living in this new and golden era that I call the New Virtual Organization World.    Why is that, you might ask?   

That's because we now have:  
  • the virtual technology which makes possible a virtual workspace;  
  • a virtual workforce that is capable of using the virtual technology; and, last but not least,
  • the virtual organization management discipline - the final component of what is needed in order to create virtual organizations that make this daily and deadly ritual a thing of the past.
The same can also be said with respect to educating our children.    In spite of all the talk about innovation in the classroom, we're still educating our children and future workforce, and "future teachers," pretty much the same way that we have been doing it over the past thousands of years.   

With all the advances we've made in science and technology -  and particularly in virtual technology and virtual organization management - I could write a 13-volume encyclopedia on how to make world-class, 21st century education available and affordable to every single human being on the face of the earth; and at one tenth the cost of what we now incur to educate those who are privileged enough to have access to an education.    

The technology and economic resources are plenty; in fact, I dare say that we are awash in both resources - and yet I still hear on a daily basis how our entire educational infrastructure here in the U.S.  is crumbling and how we need to infuse more money into it in order to make a good education affordable to all.   

The saddest part of it all is that I am absolutely positive that I am not the only one who sees it that way; and that, perhaps, there are hundreds, if not thousands of others, who either have a partial solution or the solution to this endemic problem.   

Thus, the need for all of our institutions to adopt the virtual organization management discipline - be they businesses, governments, educational institutions, public policy sectors etc. -  in order to create virtual organizations is paramount.    Its adoption will not only make this archaic practice and deadly daily ritual of getting on the freeway to go to work totally unnecessary, but it will also transform our entire business, political and economic system and the way we think, act and relate with each other. It will force us to look at things in ways that are hitherto unimaginable; as well as spur the sort of "real innovation" that we are capable of, and which is within our reach.

Dealing with Yesterday's Jealousy of Today and Tomorrow

So now that we know how Yesterday acts and also understand Yesterday's motives,  how do we break out of this cycle that allows us to gain access to the tools and resources of gods; and yet leaves us with our Stone Age mentality?    

If only it were an us vs. them battle, then the answer would be very easy.  However, as you know by now, it's really a battle that needs to be fought within ourselves.   The demons are within us, and therefore, we must be careful how we respond to ourselves.   

Although our natural tendency is to wage war against an enemy in order to win, that is not something that we can afford to do and that's where innovation needs to kick in.  

Instead of thinking about fighting, we need to embrace all of our Yesterdays and make peace with them by thanking them for the positive contribution they have made to mankind, and for all the knowledge and resources that they have bestowed upon us.   We need to let them know that we will always carry them in our hearts and souls and that they will never be forgotten or become obsolete, antiquated and irrelevant.   We need to let them know -  in my case,  almost 2 billion of them - that our pursuit of progress is not a rejection of what they have already given to us or bestowed upon us; and that, instead, it's an expression of thanks, gratitude and acknowledgement of what they have done for us as well as the lessons, positive or negative, they have taught us.

Once we, Today and Tomorrow, approach each Yesterday in this regard, then it will no longer feel the need to continue to clone itself and prevent us from making the strides that we ought to have made, in light of all the advances in knowledge and technology we have made since the beginning of mankind.

Yesterday will no longer feel jealous of Today and Tomorrow because it feels very secure in knowing that the upcoming Today and Tomorrow is only possible because of Yesterday and Yesterday will never be forgotten or become antiquated and irrelevant.  It will allow each Today and Tomorrow to chart its own course for the betterment of not only mankind but also the entire planet.  And every Yesterday will be delighted to echo what my late father Joseph A. Coupet used to tell me all the time when I was a little kid growing up in order to spur me to excel and make headway, "la ou l'eleve ne depasse pas le maitre, il n'y a pas de progres."  Translated, it means "where the student does not surpass the teacher, there is no progress." 

And this, my friends, is a formula and recipe which can be applied in every facet of our lives in our search for innovation, enlightenment and the pursuit of happiness.   

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About Author:  Pierre Coupet, Q of VOM, is the founder of Virtual Organization Management Institute (VOMI), Virtual Organization Management Institute Repository,  VOMI Global Think Tank,  VOMI Virtual Organization Academy, Virtual Organization Leadership, Virtual Organization Advisors, Virtual Organization Recruiter, Digital Currency Consortium, Digital Currency Ethical Board,  Virtual Organization Jobs, Virtual Organization  Executives, and Blockchain Executives :: founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997:: founder of League of Extraordinary Virtual Organization Executives:: and Lead Architect of  Futuristic City-State Enclave Based On a Civilized World Financial System. Contact Online.   



Stock Photo: courtesy of Pixabay

Copyright 2007-2023. Pierre Coupet. VOMI. Virtual Organization Management Institute. Virtual Organization Leadership. Virtual Organization Advisors.  Virtual Organization Executives. Blockchain Executives. VOMI Virtual Organization Academy. Virtual Organization Recruiter. VOMI Global Think Tank. All rights reserved. Cannot be reproduced without permission.

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Wednesday, February 27, 2013

I Agree with Yahoo CEO Marissa Mayer

The New Virtual Organization World
It's a New Principled World, It's Virtual, and It's Organized




 I Agree with Yahoo CEO Marissa Mayer
                     by Pierre Coupet

Being the founder of the modern virtual organization management discipline, and probably the world's most ardent advocate of working in a virtual organization environment and related benefits, I know what I am about to say will shock the hell out of most, if not everybody, however, it needs to be said.  

I recently read a Vator News article by Steven Loeb about Yahoo CEO Marissa Mayer's decision to cancel its remote workforce experiment.      I totally agree with Marissa Mayer for telling remote employees to come back into the brick-and-mortar fold for one and only one reason:   Only Virtual Organizations should have a virtual workforce, otherwise, the only result you will get out of a virtual workforce is Virtual Chaos.     Yahoo is definitely NOT a "virtual organization" and Marissa recognizes that very fact, plain and simple.  Nor are any of its business units, departments, groups, divisions or subsidiaries. 

That is not to say that she cannot setup virtual organization business units, departments, groups, divisions or subsidiaries to accommodate a virtual workforce.  It's just that it takes a significant amount of time and education to do it properly.  Please note my emphasis on the word "organization" since there is a big difference between virtual and virtual organization.     All this means is that, for now, it's not high up on her list of priorities, which is understandable.

Why is that, you might ask?    That is because having a virtual workforce not only requires but also dictates that you have the right virtual organization infrastructure in place, just as a brick-and-mortar workforce dictates that you have the right brick-and-mortar infrastructure in place - the ones that we are all accustomed to.  Mixing the two of them is a deadly combination which should be avoided at all costs.    It's like mixing chemicals that are bound to explode when combined.

Understanding the difference between these two infrastructures and the need to keep them apart is something that 99.99% of corporate executives worldwide are completely oblivious to.    Unfortunately, they seem to be clueless about the "virtual organization infrastructure" concept itself, let alone what its architecture should consist of.    The same can also be said for understanding the difference between "virtual" and "virtual organization."

For most, gaining access to the internet, making use of virtual collaboration tools, and having a few internal corporate procedures in place for their remote workforce is thought of as having in place a virtual organization infrastructure.    Some will even tell you that they consider their company a "virtual organization" since some of their employees work from home or it employs a remote workforce in certain locations. 

However, that being said, there is no need to despair.   The solutions for putting in place a virtual organization, a virtual organization infrastructure, virtual organization candidate assessment, certification and recruitment, and virtual organization management education are and have been made available by Virtual Organization Management Institute et al to every single organization anywhere in the world since 2007.   Absent these solutions, it is wise to stay away from a virtual workforce.  


About Author:  Pierre Coupet, Q of VOM, is the founder of Virtual Organization Management Institute (VOMI), Virtual Organization Management Institute Repository,  VOMI Global Think Tank,  VOMI Virtual Organization Academy, Virtual Organization Leadership, Virtual Organization Advisors, Virtual Organization Recruiter, Digital Currency Consortium, Digital Currency Ethical Board,  Virtual Organization Jobs, Virtual Organization  Executives, and Blockchain Executives :: founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997:: founder of League of Extraordinary Virtual Organization Executives:: and Lead Architect of  Futuristic City-State Enclave Based On a Civilized World Financial System. Contact Online.   



Stock Photo: courtesy of Pixabay

Copyright 2007-2023. Pierre Coupet. VOMI. Virtual Organization Management Institute. Virtual Organization Leadership. Virtual Organization Advisors.  Virtual Organization Executives. Blockchain Executives. VOMI Virtual Organization Academy. Virtual Organization Recruiter. VOMI Global Think Tank. All rights reserved. Cannot be reproduced without permission.

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Tuesday, January 15, 2013

12-Hour Celebration of Launch of Virtual Organization Recruiter

The New Virtual Organization World
It's a New Principled World, It's Virtual, and It's Organized


SPECIAL 2-FOR-ONE 12-HOUR OFFER  


We're very pleased to announce a special 12-hour celebration of our launch of Virtual Organization Recruiter.

In a nutshell, Virtual Organization Recruiter, a new division of VOMI,  is the world's leading  and only virtual organization recruitment firm which specializes in the assessment and recruitment of executives and middle management professionals who are able to adapt and thrive - and Lead - in a 100% virtual or virtual organization environment.  In other words, our sole focus is on assessing professionals who will be working in - and leading others - in a 100% virtual or virtual organization environment.    This means you no longer have to wing it or roll the dice when it comes to hiring or evaluating such professionals. 

To celebrate the launch of Virtual Organization Recruiter, we are very pleased to provide you with a SPECIAL 2-FOR-ONE 12-HOUR OFFER which begins on Tuesday, January 15 at 5 AM PST (USA).   This is how it works:
  1. Go to Virtual Organization Recruiter
  2. Take note of your special PROMO CODE:  12HOUR-0115
  3. Place a virtual organization candidate assessment and/or certification request any time on Tuesday, January 15, 2013 starting at 5 AM PST (USA) for any of the following solutions:


    Be sure to insert your PROMO CODE in the space provided on the request form
  4. We'll instantly email you pricing information and instructions on how to instantly complete your order
  5. Complete your order on Tuesday, January 15, 2013 by no later than 5 PM PST USA
  6. And you will receive full credit for a 2nd order for the same candidate assessment/certification solution FREE OF CHARGE and with no time limits. 
Offer Restrictions:  This is a One-Time Offer Only for all of 2013.  This offer is valid for only one solution per company.  Offer expires on Tuesday at 5:01 PM PST USA.

Take advantage of this special offer now.   We look forward to hearing from you soon.


P.S. Contains deprecated information.  Information retained for archival purposes only.

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About Author:  Pierre Coupet, Q of VOM, is the founder of Virtual Organization Management Institute (VOMI), Virtual Organization Management Institute Repository,  VOMI Global Think Tank,  VOMI Virtual Organization Academy, Virtual Organization Leadership, Virtual Organization Advisors, Virtual Organization Recruiter, Digital Currency Consortium, Digital Currency Ethical Board,  Virtual Organization Jobs, Virtual Organization  Executives, and Blockchain Executives :: founder of the modern virtual organization management and virtual organization recruitment disciplines pioneered since 1997:: founder of League of Extraordinary Virtual Organization Executives:: and Lead Architect of  Futuristic City-State Enclave Based On a Civilized World Financial System. Contact Online.   



Stock Photo: courtesy of Pixabay

Copyright 2007-2023. Pierre Coupet. VOMI. Virtual Organization Management Institute. Virtual Organization Leadership. Virtual Organization Advisors.  Virtual Organization Executives. Blockchain Executives. VOMI Virtual Organization Academy. Virtual Organization Recruiter. VOMI Global Think Tank. All rights reserved. Cannot be reproduced without permission.

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